25 Years IWH

Professor Dr Boris Hirsch

Professor Dr Boris Hirsch
Current Position

since 12/16

Research Fellow at the Department of Structural Change and Productivity

Halle Institute for Economic Research (IWH) – Member of the Leibniz Association

since 08/16

Professor of Economics

Leuphana University of Lüneburg

 

 

Research Interests

  • labour markets
  • industrial relations
  • empirical labour economics

Boris Hirsch is a Research Fellow at the IWH since December 2016. His research interests lie in the theory and empirics of imperfectly competitive labour markets, empirical labour economics, industrial relations and migration.

Since August 2016 Boris Hirsch has been full professor of Economics, in particular Microeconometrics and Policy Evaluation, at the Leuphana University of Lüneburg. He studied economics at the University of Erlangen-Nuremberg and mathematics at the University of Hagen.

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Professor Dr Boris Hirsch
Professor Dr Boris Hirsch
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Publications

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Betriebsräte und andere Formen der betrieblichen Mitarbeitervertretung – Substitute oder Komplemente

Stefan Ertelt Boris Hirsch Claus Schnabel

in: Industrielle Beziehungen , forthcoming

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Coming to Work While Sick: An Economic Theory of Presenteeism With an Application to German Data

Boris Hirsch Daniel S. J. Lechmann Claus Schnabel

in: Oxford Economic Papers , forthcoming

Abstract

Presenteeism, i.e. attending work while sick, is widespread and associated with significant costs. Still, economic analyses of this phenomenon are rare. In a theoretical model, we show that presenteeism arises due to differences between workers in (healthrelated) disutility from workplace attendance. As these differences are unobservable by employers, they set wages that incentivise sick workers to attend work. Using a large representative German data set, we test several hypotheses derived from our model. In line with our predictions, we find that bad health status and stressful working conditions are positively related to presenteeism. Better dismissal protection, captured by higher tenure, is associated with slightly fewer presenteeism days, whereas the role of productivity and skills is inconclusive.

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Do Employers Have More Monopsony Power in Slack Labor Markets?

Boris Hirsch Elke J. Jahn Claus Schnabel

in: Industrial and Labor Relations Review , forthcoming

Abstract

This article confronts monopsony theory’s predictions regarding workers’ wages with observed wage patterns over the business cycle. Using German administrative data for the years 1985 to 2010 and an estimation framework based on duration models, the authors construct a time series of the labor supply elasticity to the firm and estimate its relationship to the unemployment rate. They find that firms possess more monopsony power during economic downturns. Half of this cyclicality stems from workers’ job separations being less wage driven when unemployment rises, and the other half mirrors that firms find it relatively easier to poach workers. Results show that the cyclicality is more pronounced in tight labor markets with low unemployment, and that the findings are robust to controlling for time-invariant unobserved worker or plant heterogeneity. The authors further document that cyclical changes in workers’ entry wages are of similar magnitude as those predicted under pure monopsonistic wage setting.

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